How to Hire and Retain Top Talent

Hiring and then retaining talent can be a challenge. Photo: Shutterstock.com.

As the travel industry looks for the next generation of leaders, it can be a challenge to find top talent to fill the bill. For agency owners looking to hire new, young agents and independent contractors, there are some factors that can attract, and keep, the best professionals.

A recent report published by LinkedIn polled 3,010 full-time workers in the U.S. between April 26 and May 2. They ranked hiring deal-breakers as well as the factors that play a role in keeping them committed to their current company for the next 5-plus years.

Establish and maintain values Nearly three-quarters (71 percent) of professionals say they would be willing to take a pay cut to work for a company that has a mission they believe in and shared values. So, be sure to communicate an established set of values during the hiring process — and fulfill those business practices over the long-term.

In addition, 39 percent of professionals said they would leave their current job if their employer asked them to do something they have an ethical or moral conflict with. In addition, an overwhelming majority (81 percent) of professionals in travel and transportation said that having pride in the company they work for matters to them.

Reinvest in employees Among the top factors that keep professionals at their current companies for more than five years, according to LinkedIn, are: promoting work-life balance and flexibility (51 percent) and having a positive impact on society (46 percent).

The number one factor that keeps travel and transportation professionals, specifically, at their jobs for 5 or more years is: people they enjoy working with and feel they can be themselves around (49 percent).

Investing time into mentoring employees is also an important factor in retaining talent. Thirty-six percent of respondents said support from their supervisors and leadership with their best interests at heart was a key factor is remaining at a company for five or more years.

Focus on benefits over perks Sure, scooters at Google’s offices sound cool, but what’s more important to employees are quality of life factors, such as having time off during holidays (47 percent), learning and development programs, and philanthropic opportunities. Respondents ranked strong workplace benefits including PTO, parental leave, and healthcare (44 percent), more important than tangible perks like game rooms (12 percent) or being able to take pets to work (16 percent).

That’s how you get to know your clients better, the nuances of their desires. Here’s a trick – story begets story. So, if what you want from them is a story, give them a story and they will give you a story back.